Missouri State University

1810 Field Support Manager, Southwest Regional Professional Development Center

POSITION IDENTIFICATION

TITLE Field Support Manager, Southwest Regional Professional Development Center

CLASSIFICATION NUMBER 1810

GRADE 43

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Coordinator of Programs, SWRPDC

MAJOR ADMINISTRATOR Associate Dean, College of Education (COE)

GENERAL FUNCTION

The Field Support Manager facilitates the development of SWRPDC professional development initiatives with school districts and coordinates the SWRPDC professional learning by working with school districts, the Coordinator of Programs, and SWRPDC consultants to develop and market professional learning and COE coursework with area school districts and community agencies. The Field Support Manager coordinates recruitment activities for COE academic programs by working directly with school districts and participating in formal recruitment venues.  The Field Support Manager is responsible for maintaining the SWRPDC website.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree in education or a related field is required.

Experience: Two years of experience managing projects, programs, or partnerships is required.  Experience working with area school districts is preferred.

Skills: Effective interpersonal, verbal, and written communication skills are required.  Organizational and project planning skills are required.  The ability to work independently is required. The ability to use Microsoft Office applications is required. The ability to develop and maintain web pages is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Provides recruitment and coordination of SWRPDC professional learning by working with school districts, the Coordinator of Programs, and SWRPDC consultants to develop and market professional learning and COE coursework to area school districts and community agencies.   

2. Serves as a liaison between the SWRPDC, area school districts, and community agencies for addressing specified educational needs and helps coordinate professional development activities that include COE faculty by working with department heads, the Coordinator of Programs, and the Associate Dean, COE.

3. Collaborates with University faculty, staff, and administrators in the preparation of project proposals and evaluation of projects and preparation of reports.

4. Coordinates the preparation of required and requested reports to area districts and COE regarding professional learning developed through SWRPDC and COE departments by maintaining a database of information on project activities, budgets, expenditures, formative project evaluations, and summative project evaluations.

5 Works with the Coordinator of Programs to obtain significant funding support for SWRPDC programs and development projects by assisting University/school/community collaborations resulting in the preparation and submission of project proposals to local, state, federal, and foundation sources.

 6. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

7. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the supervisor.

8. Contributes to the overall success of the SWRPDC by performing all other duties as assigned.

SUPERVISION

The Field Support Manager is supervised by the Coordinator of Programs.

OFFICE OF HUMAN RESOURCES

REVISED JUNE 2013

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in familiarity with the University's policies and goals, business practices and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project to complete stages of a multi-phase project. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of related work experience.

Factor 2: Supervisory Responsibility

Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

Factor 3: Interactions with Others

Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.

Factor 4: Job Controls and Guidelines

Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.

Factor 5: Managerial Responsibility

Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.